Who We Are

AESIT® and all its operating companies are committed to workforce diversity, and equity throughout our systems, serving to cultivate and support an inclusive culture. Our inclusive culture is all about bringing people from different backgrounds, beliefs, skills, and experiences together in an environment where everyone feels respected and works together to produce significant results. Our responsibility is to foster an inclusive atmosphere that values the dignity and diversity of all people. It shapes how we interact with one another and motivates us to take action to help the patients, consumers, customers, employees, and communities we serve. This makes Diversity, Equity, and Inclusion (DEI) the responsibility of every employee, everywhere.

AESIT®'s Diversity, Equity and Inclusion (DEI) Policy sets forth the concepts and requirements by which AESIT® will strengthen DEI throughout the organization. The policy applies to, but is not limited to, our practices and policies regarding recruitment and selection, compensation and benefits, professional development and training, promotions, transfers, social and recreational programs, layoffs, terminations, and the ongoing development of a work environment built on the premise of gender and diversity equity. The policy applies to all employees and anyone performing work on behalf of AESIT®, A Plus Landscaping Service® (APLS), A Plus Safe and Secure® (APSS) or any of its temporary staff, independent contractors, and subcontractors.

The AESIT® Office of Diversity, Equity, and Inclusion (DEI) is responsible for developing and implementing the company's DEI approach. 

AESIT®'s DEI approach is guided by internal and external evidence, best practices and ongoing employee input, all of which remind the company that while diversity varies by location, inclusion is universal. Our plan allows us to continually evaluate our DEI approach to ensure it remains relevant to the changing needs of the communities we serve.

We will continue to build a workforce that reflects the diversity of our communities. Furthermore, we are committed to the constant development of a diverse workforce that accurately reflects the differing populations we serve, ensuring that we truly understand and serve global and local markets.

Additionally, we are intensifying our efforts to guarantee equitable access and outcomes. This requires adapting our tools, resources and mindset to meet the unique needs of individuals, ensuring that everyone at AESIT® has a fair and equal opportunity to engage and contribute to their maximum potential.

Diversity, Equity & Inclusion Definition vs. What We Belive:

Diversity, Equity, and Inclusion is defined as an organizational framework that seeks to promote the fair treatment and full participation of all people, particularly groups that have been historically underrepresented or discriminated against based on identity or disability. Our vision at AESIT® is that everyone will use their unique experiences, skills, and backgrounds to create solutions for our business partners, sparking innovation for a more equitable and sustainable world.

Employee Responsibilities: 

At AESIT®, DEI is everyone's responsibility. Conscious action is required every day. All employees receive DEI training and are held accountable for: 

• Respecting the dignity and diversity of all people.
• Creating a welcoming environment free from discrimination, harassment, and bullying.
• Raising awareness of possible unconscious bias and how it can hinder our ability to be more inclusive and collaborative.
• Emphasize conscious inclusion to be more intentional about their behaviors to promote diversity, equity, and belonging.

Mentor and Leader Responsibilities: 

In addition, as part of their job performance, Mentors and Leaders are held accountable for specific DEI tasks and the achievement of DEI outcomes. These responsibilities include but are not limited to, the following:

• Ensure that employment-related decisions are made without bias.
• Setting individual DEI goals to create diverse representation and an inclusive atmosphere within their teams- Engaging in conscious inclusion and other behaviors that promote equity.
• Commit to an individual goal as part of the annual goal-setting process to help AESIT® meet our DEI guarantees.
• Mitigate potential unconscious bias in employment decisions and talent practices including performance and development, compensation, and hiring.
• Draw from a broad talent pool to reach talent inclusively, create diverse slates, and, ultimately, a workforce that reflects the communities we serve. 
• Provide reasonable accommodation to qualified individuals with disabilities and those with needs related to their religious related to their religious observance or personal religious expression practices. (A reasonable accommodation depends on the facts and circumstances and is determined on a case-by-case basis.)
• Create an inclusive and safe work environment that supports DEI and behaviors that reinforce our commitment and values. This includes:

                     - Ensure a work environment that is free from discrimination, harassment and bullying.

                     - Consistently demonstrate inclusive leadership behaviors, value all perspectives and listen to

                        diverse points of view.

                     - Model inclusive and respectful behavior in the work environment and in all work-related activities.

                     - Encourage employees to collaborate, make suggestions, and respect and listen to diverse

                        opinions.

• Foster a culture of respect for all employees, customers, vendors, contractors and others in the work environment.
• Take action if you have or know someone who has experienced an act of hate, bias, discrimination or harassment, please report it immediately to Human Resources (HR).
• Appropriately address any other conduct that does not comply with this, other policies, or with applicable laws relating to equal laws, equal opportunity, diversity, equity, or inclusion.

DEI Network Member Responsibilities:

• Ensure a consistent employee experience by executing DEI's approach.
• Follow appropriate internal procedures and policies for DEI communications and programs.
• Help communicate and promote the importance of DEI.

Discrimination, Harassment, and Bullying:

AESIT® provides equal employment opportunities making employment decisions based on

merit, and considering qualifications, skills, performance, and achievements. We do not tolerate discrimination against any employee or applicant for employment based on non-work-related personal characteristics, such as race, color, religious beliefs, pregnancy, including childbirth or related medical conditions, breastfeeding needs, or disability, pregnancy, including childbirth or related medical conditions and breastfeeding needs, sex, sexual orientation, gender identity or expression, transgender status, national origin, ethnic origin or background, social origin, marital or family status, age, mental or physical disability, medical condition, genetic information, veteran status or military service.

We provide reasonable accommodation to qualified individuals with disabilities and individuals with needs related to their religious observance or practice.

We all have the right to work in an environment free from the demoralizing effects of harassment or unwelcome offensive or inappropriate conduct. AESIT® will not tolerate harassment, bullying, or any conduct that may lead to or contribute to the harassment of employees by managers, supervisors, or co-workers. We will also actively seek to protect employees from harassment or bullying by non-employees in the workplace. Similarly, AESIT® will not tolerate harassment or bullying by employees or non-employees with whom our employees have a business, service, or professional relationship. This includes conduct that occurs off company premises, including on social media, that could reasonably affect employees or others in our workplace. 

Reporting Inappropriate Conduct:

If an employee believes that he or she or anyone else has been subjected to conduct prohibited by this policy, the employee is encouraged and expected to report the relevant facts promptly. An employee may make a report either verbally or in writing. Concerns may be brought to the attention of any member of AESIT® senior management, AESIT® Mentors, and Human Resources (HR) through the "Let's Talk" form located on the AESIT® website landing page or by telephone using the corporate contact number, or through the grievance/dispute resolution process. Alternatively, the AESIT® Help Desk provides a global, accessible portal for reporting concerns and is available 24 hours a day, 7 days a week. Simply replace your name with the employee private code recorded by Human Resources when hired. It is secure and confidential and provides a safe mechanism for anonymously reporting suspected concerns or potential violations of our policies or the law. 

We take allegations of discrimination, harassment, and bullying seriously and ensure that they are investigated appropriately. All reported incidents will be investigated with an effort to maintain the confidentiality of the source of the report, with disclosure of information as appropriate to facilitate the investigation or resolution of the matter.

AESIT® encourages employees to report in good faith any possible violation of this policy.

Prohibition of Retaliation:

We will not tolerate threats or acts of retaliation of any kind against any individual because he or she reports conduct reasonably believed to violate this policy or provides information in good faith in connection with a report or investigation of such conduct.

Consequences:

Employees who fail to comply with this policy and/or are found to have engaged in discrimination, harassment, or bullying will be subject to appropriate disciplinary action, up to and including termination of employment.

Considerations:

Consistent with our Code of Business Conduct, AESIT® and all its companies must comply with the laws of each country in which our companies do business. It is the responsibility of each company's management and employees to know and comply with local equal opportunity laws and regulations that govern the business activities in which they engage. Accordingly, to the extent that compliance with local law would conflict with this policy, local law takes precedence and must be followed.

Right to Terminate or Amend Policy:

AESIT® reserves the right to modify, suspend, amend, or terminate this policy at any time in accordance with local law. This policy does not create any contractual rights or obligations, expressed or implied. 

- AESIT® | An Equal Opportunity Employer Committed To Diversity, Equity and Inclusion (DEI)

Our policy acknowledges what specific information is collected about you when you visit our websites and/or correspond directly with AESIT®. It describes how we use that information and how you may control the disclosure of such information.

CONTENTS:

1. Information Gathered and Tracked 

2. Personal Information 

3. Aggregated Tracking Information 

4. Our "Cookies"

5. Links to Other Websites

6. Notification of Changes

7. Security/Data Integrity Protection Measures

1. Information Gathered and Tracked

We collect two kinds of information about visitors to our websites:

a.) Information visitors provide when submitting requests to receive news and project reports; participating in program activities, completing surveys, or donating funds.

b.) Aggregated tracking information (see #3 below) we collect when users interact with and navigate through our web pages.

2. Personal Information

We use the personal information you provide to us voluntarily to send information to you that you have requested and to acknowledge the contributions that you have made. The specific use of your personal information varies, depending on how you contact us and what you request.

When you sign up to receive newsletters and/or program and organisational news material online, you must provide your name, e-mail address, and mail address. We never sell, rent or trade your e-mail address to any third party.

We will attempt to fulfill your inquiries by e-mail as soon as possible and to the best of our ability. Your name and address may also be added to our US Mail list. From time to time we will send additional information about particular charitable activities that may be of interest to you.

We may use third-party commercial vendors to perform activities on our behalf, such as fulfilling mailing campaigns, processing credit card payments, managing mailing lists, and delivering packages. These third parties are prohibited from using your information for any purpose other than the specific purposes for which they have been retained.

We reserve the right to disclose your personally identifiable information when we believe such disclosure is appropriate, necessary or required to comply with the law, a judicial proceeding, court order, or legal process served on us or to protect the rights, property, or safety of the organisation's staff, our patrons, or others. This may include, but is not limited to, exchanging information with other companies and organisations for fraud protection and credit risk reduction.

3. Aggregated Tracking Information

We may analyze visitors' use of our website by tracking information such as page views, traffic flow, search terms, and click-throughs. We will use this information to improve our website and to be more responsive to your informational needs. We may share this anonymous traffic and demographic information in aggregate form with our network sites and for-profit business partners for marketing purposes. Presently, we do not use web advertisements. If we get paid to place an advertisement on our sites we will not share any information with advertisers that can identify an individual visitor.

As is true of most websites, we gather certain information automatically and store it in log files. This information includes internet protocol (IP) addresses, browser type, internet service provider (ISP), referring/exit pages, operating system, date/time stamp, and clickstream data. We use this information, which does not identify individual users, to analyze trends, to administer the site, and to gather demographic information about our user base. We do not link this automatically-collected data to personally identifiable information.

Though we may use a third-party web analysis service to improve our website performance and visitor experience, no personally identifiable information, such as names or e-mail addresses, will be disclosed to such service.

4. Our Cookies

A cookie is a small data file that we transfer to your computer's hard drive through your web browser when you visit our site. Cookies enable our systems to recognize your computer so that we can provide you unique information and features. We may use our cookies to track your visits to our site and the information you are most interested in on our site. You can set your web browser to warn you before accepting cookies or to block cookies. If you block cookies, you may not be able to use certain site features or functions.

5. Links to Other Websites

This site provides links to other websites that we think will be of interest to you. Some of these websites are operated in conjunction with us and some are operated solely by independent organisations.

DISCLAIMER

The site sets out our views on various topics and gives general guidance as to possibilities you may wish to consider. The views expressed on the site are not intended to constitute advice concerning any specific case and readers should not rely on them as such.

We accept no responsibility for the accuracy of our information or the use to which it is put.

This site contains links to other websites. We have included these links because we believe the information contained in them may be of interest to visitors to the site. AESIT® does not endorse these websites and does not necessarily accept or agree with its content. Moreover, we do not monitor these websites and have no control over their content.

Users should take this into account and we accept no responsibility for their content. AESIT® is not responsible for the privacy policies and practices of any website which is linked to the site.

The information on the site is available to anyone, subject to copyright and the necessary credits to AESIT® and the individual authors. We make every attempt to ensure its accuracy and the content of the site is based on our best judgment. However, it will not be appropriate for every person and/or organisation in all circumstances.

6. Notification of Changes

We reserve the right to modify this privacy statement at any time, so please review it frequently. If we change our Privacy Policy, we will post those changes on this website and any other places we may deem appropriate so that you are aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify our patrons in the most reasonable way possible. Visitors are always able to contact us.

If your personally identifiable information changes, or if you no longer desire our services, you may correct, update, delete or deactivate your information as follows:

Contact Information: To change your address, suppress your name from our mailing list (for paper correspondence) or to opt-out of third-party mail, contact us at:

Architecture Engineering Solutions Intelligent Technologies LLC®

ATTN: DIGITAL SECURITY DEPT.

9822 Hagel Cir, Suite 102

Lorton, Virginia 22079-4310

 +1 (571) 480-1329 

7. Security/Data Integrity Protection Measures

The security of your personal information is important to us. When you enter sensitive information (such as credit card number), we encrypt that information using standard encryption technology. We follow generally accepted industry standards to protect the personal information submitted to us, both during transmission and after we receive it. No method of transmission over the Internet, or method of electronic storage, is 100% secure, however. Therefore, while we strive to use commercially acceptable means to protect your personal information, we cannot guarantee its absolute security.

Confidentiality of sensitive information is preserved by complying with the accepted Standards and Operational Policies set forth by this organisation. All staff is trained in our Privacy Policy and have access to personal user information on a strictly "need to know" basis. Our website is run by a secure server. Therefore, ALL donations made on the website are processed within the same secure environment.